DP World has a dynamic and committed team of more than 36,000 people. We believe they are our greatest asset and that they differentiate us from our competitors.
We emphasise engagement, ensuring we keep lines of communication open and that we encourage dialogue between individuals and their line managers. This approach gives our people the opportunity to directly engage with DP World. Every two years we carry out an employee engagement survey (MyWorld) and use the valuable data we derive from it to address concerns and show that we are listening. The last engagement survey was in 2013.
Effective leadership is vital. We see our leaders as role models and look to them to display the behaviours we expect throughout the Group. We offer structured leadership development, built around our four strategic leadership pillars – translating strategy, innovation and collaboration, corporate responsibility and leading change. Leadership development programmes are run in partnership with leading business schools.
Providing people with opportunities to grow is also essential. We invest in their skills and knowledge through a wide range of training programmes, whether at their home terminals, elsewhere in our network or through our iLearn web-based learning management system. This offers e-learning courses, tutor-led webinar sessions and work-based assignments.
Following the introduction of our integrated talent management suite, iTalent, we can track the growth of our employees and they can determine potential career paths and the competencies they will need for future roles. This enables focused and structured development, subject to our business needs.
Some of our key initiatives during 2014 are described in the Our Strategic Priorities section. In addition to these, during 2014 we:
Our people and learning objectives for 2015 include:
The regional spread of our workforce reflects our business focus on growing markets. With 28 operating terminals across our Middle East, Europe & Africa region, compared with 18 in the Asia Pacific & Indian Subcontinent region and 13 in Australia & America, this metric is indicative of the number of terminals we currently have operating across the regions. The shift in percentage against our 2013 figures also reflects the acquisitions made during 2014, particularly in the Middle East, Europe & Africa region.
|Asia Pacific & Indian Subcontinent||30|
|Australia & America||15|
|Middle East, Europe & Africa||55|
Reflecting the operational nature of our business, a large majority of our workforce is employed in an operational capacity. We manage this workforce by having an appropriate proportion of middle management who support our executive management in achieving our strategic priorities.
|Operational and Support Staff||81|
We continue to have a well-diversified age profile across our Group. A strong emphasis on succession planning, which is overseen by the Board, reflects the importance of having a sustainable work force with the right people who have the skills to meet our needs today and in the future. A framework of performance management, individual development and succession planning supports our business.
|Age of Employee||%|
|Up to 30 years||26|
|31 years to 50 years||63|
|51 years and above||11|
The development of new business and business expansion continues to be reflected in the increase in our workforce. With 42% of our people being considered new joiners, we ensure that our outlook remains fresh, while retaining 58% of our staff for more than five years ensures we maintain a stable workforce providing operational and functional expertise.
|Years of Service||%|
|Between 0 to 5 years||42|
|Between 6 to 10 years||32|
|Between 11 to 20 years||19|
|Above 20 years||7|
This graph shows the gender diversity of our people as at 31 December 2014.
Our commitment to diversity was further strengthened in 2014 with the launch of our Diversity & Inclusion Policy which details our approach to diversity and inclusion for employees, contractors, suppliers and consultants globally. We are a global group, and wherever we operate we strive to create an inclusive culture in which diversity is recognised and valued. By bringing together people from diverse backgrounds and giving them the opportunity to contribute their skills, experience and perspectives, we believe that we can deliver the best solutions and sustainable value for DP World and our stakeholders. While we are proud of our achievements in developing a diverse and inclusive team, gender diversity is one area that we will continue to focus on in 2015 and beyond.
|Gender Diversity of Our Team||%|